Facultatea de Drept / Faculty of Law

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Author: search.filters.author.Macovei, TatianaStart date: 2015

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    Aspectele practice referitoare la soluţionarea litigiilor de muncă de către instanţa de judecată
    (CEP USM, 2024-11-07) Macovei, Tatiana; Macovei, Gheorghe
    Labor disputes that have not been settled amicably by the employer and the employee can be settled by the court if the employee applies for a summons. in this communication we propose to address the most important aspects that refer to the resolution of individual labor disputes by the court. In the vast majority of cases, employees have the status of plaintiff when examining individual labor disputes, employers have the status of employee only in one category of litigation - bringing employees to material liability.
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    Interviul de angajare cu tente discriminatorii după criteriul de gen
    (CEP USM, 2024-11-07) Macovei, Tatiana
    Everyone has the right to work regardless of whether they are men or women. labor law prohibits discrimination based on gender. Any employment interview must exclude any discrimination questions or tests based on sex. Any question asked in a job interview should aim to determine whether the candidate is suitable for the job they are applying for. In this communication we aim to identify discriminatory issues based on gender in the job interview, identify questions with a discriminatory tone, as well as the ways to defend yourself if a woman is a victim of a discriminatory job interview based on the criteria of sex.
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    Transpunerea dreptului privind interzicerea muncii forțate din convenția europeană a drepturilor omului în Codul Penal al Republicii Moldova [Articol]
    (CEP USM, 2021-03-25) Macovei, Tatiana
    Labor freedom is guaranteed by the European Convention of Human Rights. Everyone shall have the right to free choice of an occupation or type of work. No one, during the life, can be forced to work or not to work in a particular job or a certain profession, whatever they may be. Forced labour shall mean all work or service which is exacted from any person under the menace of any penalty and for which the said person has not offered himself voluntarily. Forced labour is universally condemned; the ILO recently estimated that at least 12.3 million people are victims of forced labour worldwide. For many governments around the world the elimination of forced labour remains an important challenge for the 21st century. Not only is forced labour a serious violation of a fundamental human right, it is a leading cause of poverty and a hindrance to economic development. ILO standards on forced labour, in combination with targeted technical assistance, are the primary international tools for combating this scourge.
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    Răspunderea penală pentru hărțuirea sexuală a salariaților [Articol]
    (CEP USM, 2021-03-25) Macovei, Tatiana
    Sexual harassment represents threat, coercion, and intimidation, humiliation, exercised by one person against another. These behaviors are sexual and can be verbal, non-verbal or physical. Usually, the person who harasses, abuses his/her work position, in order to obtain certain benefits from the person who is being sexually harassed. The effects of such behaviors are negative and affect both the harassed person and the organization where he/ she works, especially because the individual performance decreases and the negotiation of aspects regarding promotion, training, payment, etc. are no longer objective processes, but are affected/influenced by negative behaviors of the harassed person.
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    Căile de asigurare a disciplinei muncii în cadrul unității [Articol]
    (Academia de Administrație Publică, 2019-03-01) Macovei, Tatiana
    ,,Disciplinary action” can take many forms. It should be seen primarily as a corrective measure, aimed at preventing further misconduct or poor performance. Sometimes, an employer might need to raise more serious concerns with an employee. In these cases, the employer may wish to commence “disciplinary action”. To be lawful, disciplinary action must be fair and reasonable in all the circumstances. There are two aspects to this: the employermust have good reason for the dismissal or disciplinary action, and the employer must follow a fair process in reaching and implementing its decision.
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    Protecţia vieţii private a salariatului la locul de muncă [Articol]
    (CEP USM, 2019-05-17) Macovei, Tatiana
    All employers will collect and use personal data belonging to job applicants, employees or workers and, as a result, are required to comply with laws which are designed to protect the processing of this data in the Republic of Moldova. By having an employee data protection policy, an employer can reduce the risk of claims for failing to comply with these laws and give itself greater flexibility to monitor an employee’s use of email, the internet and other devices where necessary. Employees’ personal data should be kept safe, secure and up to date by an employer. Data an employer can keep about an employee includes: name, address, date of birth, sex, education and qualifications, work experience, national insurance number, tax code, details of any known disability, emergency contact details.
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    Procedura de soluţionare a litigiilor individuale de muncă de către instanţa de judecată [Articol]
    (Garamont SRL, 2016-05-20) Macovei, Tatiana
    Labor disputes represent those divergences that have not been solved by the subjects of the litigious material relationship, while the law prescribes a certain previous procedure to be followed. According the in force legislation, the labor disputes subjects are: the employee or any other right holders or persons bounded by obligations under the present code; the employers physical persons or legal entities; trade unions and other employee’s representatives; employer’s representatives; central and local public authorities, depending on situation; the prosecutor, according to the in force legislation.
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    Asigurarea exercitării dreptului la muncă al femeilor prin intermediul acțiunilor affirmative [Articol]
    (Elan-Poligraf, 2017-05-19) Macovei, Tatiana
    In order to reduce discrimination a series of strategies meant to ensure equality of chances have been developed, in the areas where women have been systemically underrepresented. Historically, women are parts of the groups which are usually prone to discrimination. The necessity of adopting affirmative measures in the favour of women in the labour field, is the result of the movement for promoting women’s rights which emphasized the inequality of chances between men and women in labor field.
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    Studiu comparat privind concediul parental în legislația Republicii Moldova și în cea Europeană [Articol]
    (2016) Macovei, Tatiana
    Grija faţă de copilul nou-născut nu se reduce doar la concediul de maternitate acordat exclusiv femeilor, ci continuă prin concediul parțial plătit de îngrijire a copilului. Potrivit legislației naționale, durata concediului parțial plătit de îngrijire a copilului este până la atingerea de către copil a vârstei de trei ani, iar potrivit reglementărilor europene în materie, concediul de creștere a copilului se poate acorda până la împlinirea de către copil a vârstei de 8 ani. În cadrul articolului, urmează să fie cercetate, în mod comparativ, legislația națională și cea europeană privind concediul de creștere a copilului, abordând următoarele aspecte: noțiunea, durata, titularii concediului de creștere a copilului, condițiile de acces la primirea indemnizațiilor pe parcursul concediului de creștere a copilului, garanțiile juridice de care beneficiază salariații aflați în concediu de creștere a copilului. Cele expuse mai sus, precum și tendința de conciliere a vieții profesionale cu cea de familie a femeilor și a bărbaților, în condiții de egalitate juridică determină actualitatea temei de cercetare.
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    Salariatul – subiect al dreptului muncii [Articol]
    (2016) Macovei, Tatiana
    Salariatul este persoana fizică, care îndeplinește o muncă într-o anumită specialitate, calificare sau meserie, în schimbul unui salariu bazat pe un contract individual de muncă. Persoana fizică dobândește capacitate generală de muncă la vârsta de 16 ani. De asemenea, persoana fizică poate dobândi capacitatea de muncă la vârsta de 15 ani, cu condiția că are acordul părinților sau al reprezentanților legali, munca nu este dăunătoare sănătății și nu influențează școlarizarea.